From 6 April 2026, a series of important updates to paternity leave and ordinary parental leave will take effect across the UK. At the same time, new bereavement leave rights will be introduced in Northern Ireland.
These changes are designed to provide greater flexibility and support for working families. However, they also bring new considerations for employers, particularly SMEs managing smaller teams and tighter resources.
So, what do you need to know?
Day One Rights for Employees
One of the most significant changes is the introduction of day one rights for both paternity leave and unpaid parental leave.
Currently:
- 26 weeks’ service required for paternity leave
- 1 year’s service required for unpaid parental leave
From April 2026:
- Employees will be eligible to request both types of leave from their first day of employment
This shift means employers will need to plan for potential leave requests much earlier in the employee lifecycle, including from new starters.
Shorter Notice Periods (Already in Effect)
A key change has already been introduced as of 18 February 2026:
- The notice period for paternity leave has reduced from 15 weeks to just 28 days
This gives employers significantly less time to prepare for absences, making forward planning and clear communication more important than ever.
Increased Flexibility for Parents
Further updates coming into effect in April 2026 include:
- Removal of restrictions on taking paternity leave after shared parental leave
- Introduction of up to 52 weeks of unpaid bereaved partner’s paternity leave (where the mother or primary adopter passes away)
These changes aim to better support families in both positive and extremely difficult circumstances.
Northern Ireland: New Bereavement Leave Entitlement
In Northern Ireland, a new statutory right to bereavement leave will also be introduced:
- Two weeks’ leave for employees who experience miscarriage at any stage, including eligible partners
- This will be a day one right
- Statutory pay will be £194.32 per week or 90% of weekly earnings (whichever is lower)
- Employees must earn at least £129 per week to qualify for pay
This marks a significant step forward in recognising pregnancy loss and supporting employees during difficult times.
What This Means for Employers
These changes go beyond simple compliance. Employers should take a proactive approach to ensure they are prepared.
Key actions to consider:
- Review and update policies to reflect new entitlements
- Plan for reduced notice periods and how absences will be covered
- Train line managers to handle requests consistently and sensitively
- Factor day one rights into workforce planning and onboarding
- Communicate clearly with employees to avoid confusion
Need Support?
These updates represent a shift towards more flexible and compassionate workplaces. With the right preparation, they also present an opportunity to strengthen your employer brand and better support your people. For a full breakdown of the latest employment law changes, download our Employment Law Guide for Managers.
If you’re unsure how these changes will impact your business, or you need help updating your policies, the BeyondHR team is here to support you.Â
Call us today on 0800 111 4461.